THE SCOTTISH GRADUATE LABOUR MARKET
FEBRUARY 2020
February 2020 Š Content licensed to AGCAS
To view the terms and conditions for the material provided in this publication, please see: www.agcas.org.uk
CONTENTS Foreword...................................................................................................1 Introduction...............................................................................................2 North East Scotland..................................................................................5 Highlands and Islands..............................................................................7 Tayside......................................................................................................9 Ayrshire and Clyde Valley.....................................................................11 Forth Valley.............................................................................................13 Glasgow City Region..............................................................................15 Fife and the Lothians...............................................................................17 South of Scotland....................................................................................19 Edinburgh................................................................................................20 References...............................................................................................23
Thank you to the authors
Shona Johnston AGCAS Scotland Convenor, University of Dundee Rosie Alexander University of the Highlands and Islands Janice Montgomery University of Aberdeen Sophie Morrison University of Dundee Pamela Kelly University of the West of Scotland Megan Davies University of Stirling Lesley Grayburn University of Stirling (formerly) Katrina Forbes Glasgow Caledonian University Sandra Wright University of Strathclyde Shona Mach University of St Andrews Matt Vickers University of Edinburgh Gabi Binnie AGCAS
Acknowledgements
Many thanks to Charlie Ball, Head of Higher Education Intelligence at HECSU Prospects, for undertaking the regional analysis which informed this publication.
Thank you also to HECSU Prospects for supporting this project.
hecsu.ac.uk
As careers professionals in higher education, we work at a unique
nexus
between
these
groups.
We
speak
to
our
students every day about their hopes and aspirations, but also their fears and concerns, and help them take confident steps forward in a career path that will change throughout their working lifetime [5]. We know that their first destination following university may not be the role they work in for life, and that their skillset will be constantly developing as they grow in experience and maturity.
However, we also exist to champion the knowledge, skills and enthusiasm of our graduates and know from our work with
employers,
enterprises spin-outs
including
(SMEs), and
small
voluntary
and
medium-sized
organisations,
established
graduate
start-ups
employers,
and the
transformative impact our graduates bring to organisations
FOREWORD
across Scotland and beyond.
SHONA JOHNSTON, AGCAS SCOTLAND CONVENOR AND HEAD OF CAREERS,
In this publication we set out to take a snapshot of the real graduate labour market in Scotland and to celebrate the diversity of career paths open to our student and graduate
EMPLOYABILITY AND ENTERPRISE,
talent.
UNIVERSITY OF DUNDEE Scotland
has
a
long-standing
track
record
of
valuing
skills,
knowledge and ambition, and currently celebrates high levels of education (with the highest proportion of 25-64 year olds with tertiary education in the EU at 47.4%) and a strong labour market
Highlights include:
1. 95.3% of graduates from Scotland’s Universities are in
work
or
study
six
months
after
completing
their
with particular growth in highly skilled jobs [1].
degrees: one of the highest proportions since records
However, we still need to improve productivity and growth. As
began and slightly above the UK average. [6]
noted by the Scottish Government, helping people gain high-level qualifications and skills will be important to achieving this aim. Yet
2. Even at six months after completing their degrees, high
the frequent reports of underutilised skills and underemployment of
levels of graduates are using their skills and knowledge
graduates
in employment which is categorised as graduate-level –
(ONS)
(for
study
example, of
further
a
2017
and
Office
higher
for
National
education
Statistics
leavers
led
to
headlines that "Half of Scots graduates are underemployed") [2]
with
73.3%
of
graduates
working
in
Scotland
in
professional-level jobs. [7]
seem to be at odds with the skills gaps and hard to fill vacancies routinely reported by Scotland’s employers [3, 4].
3.
Scotland’s
graduate
labour
market
is
diverse
and
thriving, and every known type of graduate level job can This report is timely as it will help universities, policy makers, skills bodies and employers to understand the makeup of the Scottish graduate labour market and develop a more nuanced approach
be done in Scotland [8]. Each regional labour market has
its
own
character
and
priority
sectors,
and
new
initiatives such as City Region Deals and Growth Deals
to how we support graduates and tackle the challenges that we will face in the graduate labour market of the future.
are poised to create new sectors of expertise.
Our analysis demonstrates a graduate labour market that is strong across the nation and has huge local character with each region displaying unique strengths and challenges. We hope
that
this
publication
will
inspire
our
students
and
graduates, and equip our influencers and decision makers with new and important information.
PAGE 1
INTRODUCTION ROSIE ALEXANDER, SENIOR LECTURER (RESEARCH), UNIVERSITY OF THE HIGHLANDS AND ISLANDS GABI BINNIE, POLICY AND RESEARCH MANAGER, AGCAS SHONA JOHNSTON, AGCAS SCOTLAND CONVENOR AND HEAD OF CAREERS, EMPLOYABILITY AND ENTERPRISE, UNIVERSITY OF DUNDEE
Over the last few years there has been much attention given to the
METHODOLOGY
importance of looking at graduate migration and employment at a regional level in the UK. And rightly so. The notion of a graduate labour market in which students move away from their home regions
The
data
in
the
report
comes
from
HESA’s
Destinations of Leavers from Higher Education (DLHE)
for university and then move on again to large urban areas after
2016/17 survey, which provides a comprehensive
graduation is outdated. Research from across the sector has shed light
picture
on
graduation,
patterns
of
graduate
migration
[1],
the
varied
and
complex
of
graduate and
was
activity kindly
six
months
provided
by
after
HECSU.
reasons why graduates make decisions about where they live and
Respondents to the DLHE survey are asked to give
work [2], and the true value of a graduate salary [3] in different parts
their main job title and a brief description of their
of the UK. This knowledge has culminated in the publication of the first
role,
regional edition of HECSU’s What do graduates do?[4] report, which
Occupational
will help enable universities and employers alike to be more nuanced
SOC 2010 codes are used to calculate the types of
in how they support, develop and attract graduates.
occupation categories used. The skills shortage data is
which
taken
provided
is
to
derive
Classification
from by
used
the the
(SOC
Employer
Skills
Department
for
their
Standard
2010).
Survey
These
2017,
Education
and
analysed by HECSU. In this report, the strength of the economy of a region is typically discussed in terms of Gross
Value
Added
(GVA).
GVA
is
used
by
the
Office for National Statistics (ONS) to measure the value of goods and services in an area, industry or sector of the economy.
In UK-wide analyses of the labour market such as this, Scotland is typically treated as a single 'region'. But Scotland is a large, diverse country made up of 78,789 km² of highlands, islands, bustling cities and
rural
universities.
areas This
that
are
report
–
home a
to
5,438,000
collaboration
people
between
and
careers
19 and
employability professionals in Scotland, HECSU and AGCAS – aims to summarise the economic and employment background of each area of Scotland, as well as giving an overview of graduate origin and retention, graduate employment, skills shortages and vacancies, and the future of graduate employment.
"The graduate labour market in the UK shows us that there is no ‘UK graduate labour market’ as such. Instead, the UK is made up of a complex set of interlocking, sometimes overlapping local and regional labour markets."
Charlie Ball, What do graduates do? Regional edition (2019)
PAGE 2
METHODOLOGY - REGIONS
The
nine
areas
created
by
authorities. between context,
referred
HECSU This
more
in
by
has
experiences a
to
this
combining
allowed of
view
were local
differentiation
different
nuanced
report
institutions
of
the
in
Scottish
labour market, particularly outside major cities, and better modelling of graduate flows.
KEY THEMES ACROSS SCOTLAND
1. EMPLOYMENT SECTORS
A
notable
public
feature
sector,
employment
with
is
the
strong
30.6%
beginning
of
their
dominance
those
in
careers
sector and 13.2% in education.
of
the
professional
in
the
health
This reflects the high
proportion of students completing vocational degrees in subjects such as nursing, medicine and education (18% of first degree graduates in 2016/17) [5] and the fact that these are significant employment sectors in Scotland more generally, employing 24% of the workforce
in
2015
[6].
However,
if
hospitals
as
employers are removed from the analysis, it can be seen that the remaining graduates are working in a wide variety of employer types, with 10% of new graduates
working
in
microbusinesses
and
34.4%
employed in SMEs.
2. MIGRATION
Alongside data on graduate employment in the different areas of Scotland, this publication also considers data on graduate migration.
From this data it is possible to identify for each area of Scotland the proportion of graduates working in the region by
their migration status. Graduate migration statuses considered are:
1. Incomers: those who are working in a region that they neither studied in nor were domiciled in prior to higher education study.
2. Returners: those who are working in a region in which they were domiciled prior to entering higher education.
3. Loyals: those who are working in the same region in which they studied and in which they were domiciled prior to entering higher education.
4. Stayers: those who are working in the same region in which they studied, but not the same region in which they were previously domiciled.
PAGE 3
This data has been included because we know from previous studies
that
the
career
outcomes
of
graduates
vary
by
migration status. Returners, for example, are least likely to be
METHODOLOGY:
in professional employment six months after graduation and incomers are the most likely to be in professional employment [1]. There is also evidence that migration trajectories may vary by occupational sector with loyals more likely to have a job in education, and stayers more likely to be employed as health
professionals.
Incomers,
by
contrast,
are
often
in
management, engineering or business roles [7]. Furthermore, with
evidence
between
that
migration
there
are
status
and
some
regional
outcome
(for
differences
example,
in
London, returners actually have better prospects than loyals) [1], it is important to consider employment and migration on a regional
basis
to
give
a
greater
understanding
of
specific
regional contexts.
Understanding the dynamics of Scottish graduate migration is also important because in previous research into this topic, Scotland making
has
the
Scotland
often
data
been
that
relatively
treated
has
as
a
traditionally
limited.
There
region been
are
of
the
available
two
UK, for
particularly
significant limitations. Firstly, Scotland as a devolved nation has a number of unique career pathways due to different systems
in
fields
such
as
education
and
law.
As
a
result
Understanding which regions are net importers, which are net exporters, and the dynamics of graduate movements also helps to understand the potential talent pool in different regions. For example, large cities such as Edinburgh and Glasgow may be
mobility between Scotland and the rest of the UK may be
net
reduced
something of an 'escalator effect', offering a larger pool of jobs
in
some
professions
where
qualifications
do
not
importers
offer
career [8]. In comparison, more rural and remote regions like the Highlands and Islands may not offer the same escalator
potentially Scotland,
under-recognises the
diversity
different Scottish regions, and the significant distances people may move within Scotland. These two factors mean that there has
been
a
risk
in
previous
literature
that
Scottish
student
mobility may have been under-reported, and that Scottish
more
graduates
the
of
progress
these
between
region scale
to
may
as
single
graduates
and
which
a
help
graduates,
transfer in a straightforward way. Secondly, treating Scotland
geographical
can
of
quickly
in
their
effect in career terms, but the data shows that graduates in these regions tend to show a high degree of loyalty to the region, either returning to the region after study or staying to study and then work in their region. The motivations and experiences of
students may have been considered to be less mobile than students from other parts of the UK.
graduates in different regions therefore may be quite different. Considering graduate migration highlights that graduate-entry roles
may
be
filled
by
different
graduates
with
different
migration trajectories, from all over the country. However, the data
also
reveals
attachments
to
where
study,
they
the
how
many
places with
they
graduates are
regional
also
originally
incomers
a
have
strong
domiciled
and
relatively
low
proportion throughout Scotland.
Interpreting migration statistics is complex, especially with the evidence that personal background, social class, gender, age, ethnicity
and
undergraduate
other and
factors
graduate
all
also
migration
[9].
interrelate
with
However,
it
is
hoped that by including information about graduate migration alongside
graduate
outcomes
on
a
regional
basis,
further
research, discussion and debate will be encouraged.
PAGE 4
NORTH EAST SCOTLAND JANICE MONTGOMERY, CAREERS ADVISER, UNIVERSITY OF ABERDEEN
ECONOMIC AND EMPLOYMENT BACKGROUND Graduates who find employment in Aberdeen City or Aberdeenshire (collectively referred to as the North East) find themselves in the midst of a buoyant local economy that contributes £16.84m of GVA to the Scottish economy [1], representing 13% of the Scottish total. The North East has the highest per capita GVA in Scotland, with 21% of all Scottish exports coming from the area and forecasted growth in oil and gas, food and drink, tourism, life sciences and renewable energy sectors [2]. One fifth of Scotland’s top 100 companies are based in the region [3] and after the downturn in the oil and gas sector from 2015, there are now noticeable signs of regrowth. Employment rates increased by 4% and unemployment decreased by 1.1% between 2016 and 2018, and ambitious new plans [4] have been developed between the two councils and Opportunity North East (ONE) to promote investment in urban regeneration, including sectors such as tourism and food and drink, new IT networks and the development of life sciences and energy hubs in the area.
GRADUATE ORIGIN AND RETENTION Figures
supplied
by
HECSU
and
drawn
from
information
collated
from
the
EXECUTIVE DIRECTOR'S DLHE
for
2016/17 graduates indicate that a high percentage of those settling in the North East after
MESSAGE TO THE
graduation were either ‘loyals’ (54.1%) or ‘stayers’ (26.5%). This combined figure for ‘loyals’
COMPANY
and ‘stayers’ is the highest figure for any region in Scotland, even in comparison to heavily urbanised areas like Edinburgh (63.8%) or Glasgow (65.4%). A further 9.2% of graduates were ‘returners’. Only 10.1% of graduates had neither lived or studied in the region prior to moving
to
the
region
as
a
graduate.
The
high
proportion
of
returning
and
remaining
CREATING A BRAND
graduates partly reflects the kind of studies being undertaken in the North East, with high numbers
of
students
studying
vocational
courses
such
as
education,
nursing,
NEW CULTURE medicine,
medical specialisms, law and engineering. It also reflects the range of opportunities in the
OF INNOVATION
geographical area in a relatively small city, with two universities, two councils, a major teaching hospital, a strong oil and gas sector (which even at the height of the recent crisis still employed 220,000 people) and numerous options in education, engineering and building,
retail and the legal sector. In 2017, over a thousand graduates settled in the area (1,030), compared to 1,885 domiciled in the City of Edinburgh and 960 in Tayside.
GRADUATE EMPLOYMENT
10 NEW STRATEGIES FOR SUCCESS
There were significant differences in the types of employment undertaken by 2017 graduates in the North East compared to Scotland as a whole. It is not surprising, given the prevalence of oil and gas companies in the area, that a greater percentage of graduates
RETROSPECT: A LOOK
were employed in engineering and building roles (10.3%) than the regional average of 5.1%. The Aberdeen area was also strong
BACK AT LAST YEAR
for employment in management (4.9%), legal (4.2%) and business and finance roles (9.1%). The presence of a major teaching hospital and an extensive rural hinterland with a population of approximately 700,000 explains why 23.1% of graduates were involved in some form of healthcare provision.
PAGE 5
This is a similar percentage to other areas of mixed rural and urban population, such as Fife and the Lothians (22.4%) and Tayside (27.3%). Aberdeen also had the second highest percentage of graduates working in science, with only Fife and the Lothians having a greater percentage. Despite high percentages of graduates entering sectors such as health, education, engineering and construction, business, finance and the law, there were still considerable numbers finding employment in management (4.9%), marketing (2.8%), art and design (2.4%), clerical (4.1%), science (1.9%) and retail roles (13%). These percentages were broadly in line with other Scottish regions, although the actual numbers were fewer than the numbers settling in the greater Glasgow area, for example, because the total number of graduates was higher in Glasgow (2,905 compared to 1,030 in the Aberdeen area).
SKILLS SHORTAGES AND VACANCIES The professional labour market (those undertaking graduate-levels jobs) is most concentrated in Edinburgh and Glasgow, with Dundee and Aberdeen important but smaller regional hubs. Graduate labour market data from HECSU shows that there are nonetheless hard to fill or shortage occupations in the region, with employers reporting considerable difficulty in filling some vacancies. In the North East, these hard to fill occupations include retail managers and directors, nurses, youth and community workers, marketing professionals, teachers, and industrial trainers and instructors. The skills shortage list is shorter than in other regions of Scotland but nonetheless poses an interesting question regarding the cause of these shortages given the otherwise vibrant nature of the local economy.
The main barrier to attracting graduates in these fields in Aberdeen City and Aberdeenshire is, counterintuitively, the very success of the local economy. Premium rates of pay in the oil and gas sector have allowed the housing sector to boom and prices to rise, disadvantaging graduates in roles such as nursing and teaching. While the average price of a home in Scotland was £146,354 [5] in 2017, that same home in Aberdeen was £167,903 and over £180,000 in Aberdeenshire. Rental values, council tax and transport costs were all high, leading to shortages in key professions. Despite that, the graduate employment figures suggest that the North East remains the destination of choice for large numbers of local graduates.
"The main barrier to attracting graduates to (skills shortage roles) in Aberdeenshire is, counterintuitively, the success of the local economy."
THE FUTURE OF GRADUATE EMPLOYMENT According to figures produced by the Aberdeen Economic Policy Panel [6] in November 2019, the North East economy is expected to grow by 3.4% in 2020 as the price of oil and gas remains around $55 per barrel and early signs point to potential growth in the sector for the first time since 2014. This will create opportunities in all areas of related employment, not just graduate engineers and geologists. However, other figures produced as part of a regional skills assessment report [1] suggest a 24% decline in oil and gas-related positions over the period 2018-28. At the same time, the demand for skilled workers in human health, professional, scientific and wholesale retail will remain strong while administration and information technology will grow. The Action Plan [7] developed as part of a Regional Economic Strategy as a partnership between Aberdeen City Council, Aberdeenshire Council and ONE highlights the need for investment in housing, new IT networks, a food and drink hub, and the development of the area as a centre for excellence for biotherapeutics. At the same time, Aberdeen City Centre Masterplan 2015-35 [4] envisages a move away from oil and gas dependency with new creative spaces, extensive building work at a rejuvenated waterfront, hotel and retail academies and the regeneration of Aberdeen city centre as a means of developing the economy of the region as a whole.
It is clear from these plans that it is intended for the North East to retain a buoyant and growing economy. However, the nature of graduate employment is likely to change. While the need for engineers and related professions will continue to be strong, especially as decommissioning of oil and gas facilities and the development of renewable energy continues to grow, there will be a growing need for graduates and graduate entrepreneurs to staff developments in biotherapeutics, tourism, food and drink, IT, construction and health. This will ensure that the North East remains a significant destination for graduates who live, study and migrate to the area.
PAGE 6
HIGHLANDS AND ISLANDS ROSIE ALEXANDER, SENIOR LECTURER (RESEARCH), UNIVERSITY OF THE HIGHLANDS AND ISLANDS
ECONOMIC AND EMPLOYMENT BACKGROUND The Highlands and Islands region of Scotland covers a vast geographical area of the North of Scotland and the islands. The total size of the region, at 39,050 km², is larger than Belgium. The region is made up of six local authority areas: Argyll and Bute; Eilean Siar; Highland; Moray; Orkney Islands; and Shetland Islands. Inverness is the region’s largest city, with a population of over 45,000. Population densities in the region are very low, at fewer than 10 people per km², and small dispersed settlements are common [1].
The region offers very good opportunities in terms of employment, with unemployment consistently below the Scottish and the UK averages [2]. However, with the exception of Shetland, workplace earnings are lower in the region [3] than in other parts of Scotland. This may relate to the kinds of employment people are engaged in [2], with lower levels of employment in banking, finance and associated areas, and on average higher levels of work in public administration, education, health, distribution, hotels and restaurants. The proportion of people engaged in part-time work, self-employment and working for SMEs is higher in the region [4].
Historically, the lower salary levels of the region and limited availability of education has resulted in significant outmigration from the region. However, strengthening university provision in the area and continuing economic growth is potentially beginning to reverse this trend. There is evidence that many populations in the region have been stabilising, and indeed growing [2], over recent years. There is also evidence that the economy has been growing more strongly over the last ten years [2] than the rest of Scotland, and there is potential for further significant growth. Much of the employment growth has been in professional roles, and much future growth is forecast to be in roles requiring higher-level skills. [4]
Strong growth is expected [5] for the areas of energy, business services, life sciences, creative industries, food and drink, and tourism, with the latter two the most significant growth areas. Sub-regionally, growth is expected to be particularly strong in Inverness and the Inner Moray Firth area, particularly for energy, life sciences and business services. The Inverness and Highland City Region Deal [6] is also anticipated to drive a great deal of economic growth. In other parts of the region, specific areas of growth are noted; for example Orkney, Shetland, Argyll, Arnish and Kishorn are expected to see particular growth in relation to the energy sector [5].
The public sector remains a very significant source of work across the region. Levels of employment in the public sector are above Scottish
averages
across
the
region,
with
islands
and
rural
local
authorities
significantly
higher.
There
is
47%
public
sector
employment in Shetland, 44% in Orkney and 41% in Eilean Siar (compared to the 25% Scottish average) [5]. Within the public sector, the health and care sectors are particularly large employment sectors across the region, and with an ageing population and continuing in-migration of older adults, there is likely to be considerable future demand in this area.
GRADUATE ORIGIN AND RETENTION
The Highlands and Islands region is home to the University of the Highlands and Islands, which gained university status in 2011 and has seen considerable growth in recent years. Campuses from other universities are also situated in the region, including the International Centre for Island Technology (ICIT), a campus of Heriot-Watt University (in Orkney), and Glasgow School of Art in Forres (Moray). Higher education is also available via distance learning from a range of providers.. Data from HECSU relating to graduates living in the region six months after graduation show that the majority of graduates are ‘returners’ (57.4%) – graduates who left the region to attend university but returned after graduating. This is comparable with other rural parts of Scotland with a history of graduates leaving rural areas to access education. However, in comparison with the South of Scotland and Fife and the Lothians, the Highlands and Islands has a much greater proportion of ‘loyal’ graduates (24.5%), graduates who stayed in the region to study and remained after graduation. This is representative of the significant increases
in
the
availability
of
higher
education
in
the
region
over
the
last
decades.
However, the number of loyals is still lower than in Aberdeenshire, Tayside and Ayrshire, and is comparable with Edinburgh and Glasgow. The continued growth of higher education in the region may therefore lead to further rises in the number of loyal students.
Significantly, the proportion of graduates in the region who were originally from the region (loyals and returners) is 82% - the highest of all the Scottish regions. This suggests a strong regional identity in these graduates. Indeed there is evidence more broadly [4] that young people from the region generally feel positively about their communities and have a strong sense of belonging.
PAGE 7
GRADUATE EMPLOYMENT
The HECSU data shows that of those graduating in 2017, 600 were living in the region six months after graduation, approximately onethird of the numbers living in Edinburgh. Generally, the occupational areas graduates are employed in are comparable to the rest of Scotland.
However,
some
differences
are
apparent.
A
lower
proportion of graduates work in IT, business and finance roles in the region compared to the national picture, which is consistent with the lower levels of employment generally in these areas. On the other hand, the education and healthcare sectors have higher levels of graduate employment, again consistent with the economic profile of the area. It is notable that the region has a slightly higher proportion of graduates employed as managers and in ‘other occupations’ and ‘other professionals’. These features are perhaps consistent with smaller labour markets, and labour markets with large proportions of SMEs. Evidence has suggested [7] that in smaller labour markets, individuals may be in less clearly defined jobs, combining multiple roles that in larger labour markets may be split into different jobs.
Evidence from
Scotland has also considered what this might mean for graduate job seekers
in
smaller
areas,
with
flexibility
and
adaptability
of
high
importance [8].
"Helping young people and graduates find work in the region has been a focus of a number of initiatives, including The Highlands and Islands Talent Attraction, Retention and Return Strategy and Action Plan" THE FUTURE OF GRADUATE EMPLOYMENT The pathways in and through employment in smaller labour markets
The can be difficult to predict. It is clear from the data that the region holds
Highlands
and
Islands
region
is
experiencing
rapid
economic growth and, as such, growth in demand for highly
strong appeal, particularly for graduates originally from the region, but
skilled graduates is likely. Demand is likely to be high in food
potentially
and drink and tourism particularly, although other sectors, such
to
other
graduates
too.
However,
how
and
where
graduates find opportunities for employment in the region can be
as the creative industries and energy, are also growing strongly. Replacement
challenging, especially if they are looking for work in one particular sub-regional area (e.g. their ‘home’ town) where numbers of jobs may be relatively low (in accordance with the size of the community). Helping young people and graduates find work in the region has been
demand
and
an
ageing
population
also
make
health and social care a sector that is likely to be of importance in the future. However, trying to generalise about the region and the areas of future employment demand is made complex by the vast size and diversity of the region. What is available where is therefore a product of highly localised factors.
a focus of a number of initiatives, including The Highlands and Islands Talent Attraction, Retention and Return Strategy and Action Plan [9].
Alongside high workforce demand, the region’s graduates also show a strong loyalty to the region. High numbers still leave the
The ScotGrad placement scheme, in particular, has helped to establish graduate placements across the region, including in some of the most remote and rural parts of the region. The scheme is held in high regard by employers and graduates alike, and there is evidence that many of these
placements
Despite
this,
the
have
converted
scheme
still
into
offers
subsequent
relatively
small
employment. numbers
of
placements, and expanding this scheme has been recommended in
region
for
employment,
but
many
of
these
return,
and
proportionally after six months graduates who were originally from the region are much more significant in the region than incoming
graduates.
graduates
who
Highlands
and
are
Key
for
the
returning
Islands
to
region
region or
then
is
graduating
into
assisting from
highly-skilled
the
work.
Attracting additional graduates is also likely to be important. Graduate
placement
programmes
have
been
particularly
significant in this regard, and further expanding these schemes order to further facilitate graduate transition into the labour market in
may be useful.
the region [10]. A student placement scheme has also operated to assist current students to secure work experience while studying. In addition, Highlands and Islands Enterprise has supported a number of
For employers and for education providers, continuing to work together to ensure that students currently studying in the region have pathways into the workplace through student placements,
other
placement
schemes,
including
a
technology
scheme
and
graduate
placement
schemes
and
other
graduate placement schemes at Highland Council and Orkney Islands
linkages
Council [11].
evident loyalty to the region is so strong.
will
be
important,
particularly
employer-university in
a
region
where
PAGE 8
TAYSIDE
GRADUATE ORIGIN AND RETENTION
SOPHIE MORRISON, SENIOR CAREERS ADVISER,
The majority of graduates working in Tayside are originally from the Tayside area – 63.3% of
UNIVERSITY OF DUNDEE
the graduates working in the area. Of these, 41.1% can be described as ‘loyals’. This is the
ECONOMIC AND EMPLOYMENT BACKGROUND
second highest level of ‘loyals’ in the graduate
Tayside is a diverse geographic area characterised by small regional cities
workforce
(Dundee and Perth), villages and towns (such as Arbroath in Angus and Kinross in Perthshire) and large rural areas. Whilst there is considerable variation
within
the
region
in
terms
of
the
economy
and
employment
of
all
the
Scottish
regions,
second
only to Aberdeenshire. The remaining 23.2% are 'returners’. This is a relatively low level, with only
Aberdeen,
Edinburgh
and
Glasgow
having fewer returners.
outlook, Tayside’s economy is dominated by microbusinesses (businesses employing fewer than nine people), which make up 87% of all businesses
23.3%
of
Tayside’s
in the region. There are no large employers (businesses with over 250
‘stayers’,
employees) in Perth and Kinross or Angus, and they account for just 1% of
Aberdeenshire
businesses in Dundee. Even medium-sized business are rare – just 2% of
through
businesses across the region employ 50-249 employees [1].
only
this
graduate
Glasgow, recruit
Edinburgh
more
means.
population
and
graduate
The
final
are
talent
15.5%
of
graduates are ‘incomers’ – they neither grew up
here
or
went
to
university
here
but
have
come to Tayside purely for their graduate work.
GRADUATE EMPLOYMENT Tayside
region’s
graduate modest
contribution
employment in
picture
comparison
to
to
the
of
Scotland
the
overall
central
is
belt
powerhouses of Glasgow and Edinburgh. Across the three local authority areas there were a total of 790 professional-level jobs in 2017 compared with 2,375 in Glasgow and 1,800 in Edinburgh. Nonetheless, fourth
the
largest
region
region
holds
of
its
own
graduate
as
the
employment
after Aberdeen City and Aberdeenshire.
Distinctive
elements
the
sector and its ‘tech’ scene . Healthcare is by far
intra-regional variations. Although small, even compared to other Scottish cities, Dundee is home to two universities and it has the highest ratio of students per head of population in Scotland (1:6) [2]. Within the region,
health
and
graduate
than that of Scotland overall and the employment prospects for the region
employment rate were both 73% in 2016 [1]. However, such figures mask
Dundee’s
region’s
Taking the Tayside region as a whole, the economic output is slightly higher
compare favourably with the rest of Scotland; the regional and national
are
of
economy
life
science
the biggest employer of graduates in the Tayside region
with
employed
27.3% in
concentration theme
across
notable
in
of
the of all
all
Tayside’s
sector.
healthcare Scottish
that
it
is
graduates
While jobs
regions, the
this
is
a
high
common
Tayside’s
second
is
highest
Dundee is the place most likely to offer graduate-level opportunities to the concentration region’s graduates – in 2017 Dundee had 480 professional-level jobs compared to Perth and Kinross’s 215 and Angus’s 95. However, for the population as a whole, employment rates in Dundee (66%) are noticeably lower than in other parts of the region, including Angus (78%) and Perth and Kinross (77%), both of which are well above the nationwide average of 73% [3]. Like Dundee, Perth is a university city, with the largest of the
in
Scotland,
second
only
to
Lanarkshire. In Dundee alone, the concentration of healthcare jobs is even higher at 31%. This high
figure
speaks
to
the
presence
of
one
of
Europe’s largest teaching hospitals [4] (Ninewells Hospital
and
concentration
Medical of
life
School) science
in and
Dundee,
a
healthcare
University of the Highlands and Islands’ campuses located at Perth College.
enterprises that have spun out from the University
Perth College offers HE courses up to master's level. Perth is Scotland’s
of Dundee’s School of Life Science and a large
second smallest and its newest city, gaining city status for the Queen’s
GSK site in the Angus town of Montrose.
Diamond Jubilee in 2012.
PAGE 9
Dundee’s ‘tech’ scene does not neatly fit into the core graduate employment sectors as analysed by AGCAS/HECSU. It is described by Invest in Dundee as the creative and digital industries [5] and encompasses digital gaming and mobile content generation, web services, software engineering, architecture, graphic design, journalism, publishing, PR and marketing, and more. It is characterised by employers such as Outplay Entertainment [6], Dundee’s biggest computer games company and largest independent mobile developer in the UK, employing over 150 people; and the V&A Dundee [7], which is Scotland’s first design museum and the only V&A outside of London.
However, looking at the data on key sectors within this ‘scene’ can help us understand its importance to the local graduate employment market. The data shows a small but IT thriving sector – employing 6.5% of local graduates and comparing favourably to Scotland’s largest local authority area for IT graduate jobs, Edinburgh (8.3% of the graduate workforce). Art, design and media jobs are also relatively more prevalent in Dundee than in most other regions of Scotland; Glasgow has the highest proportion at 5.3%, followed by Dundee with 5% of all jobs.
Dundee has attracted its dynamic mix of tech employers through its long history and strong reputation as a home for technological and creative brands. In 2014, Dundee was named the UK's first (and only) Creative City of Design by UNESCO [8]. The University of Abertay Dundee was the first in the UK to offer a computer games technology degree [9] 20 years ago and is still regarded as one of the best in the world. Dundee’s DC Thomson is the home of comic creations Dennis the Menace, Desperate Dan and others. Looking back further, ‘tech’ first came to Dundee in the post-war years when – filling the vacuum left by departing textile manufacturing and maritime enterprises – NCR and Timex first opened their doors in Dundee.
Timex
is
now
long
gone,
with
other
engineering
giants
such
as
Michelin
in
the
process
of
scaling
down
Dundee-based
operations. These departures point to an overall downturn in engineering and manufacturing in Dundee, and it is the Scottish local authority with the fewest graduate jobs in this sector. Just 2.3% of the Dundee graduate workforce are employed in engineering, compared to 10% of the graduate workforce of Aberdeen (the area with the largest proportion of graduate engineering jobs). However, looking at the Tayside region as a whole, engineering jobs are not below the Scottish average (5.1% for Tayside compared to 5.7% nationally). This may be accounted for by the presence of Scottish and Southern Energy’s headquarters in Perth, one of the city’s major employers [10], and by the relatively high proportion of agricultural, energy, engineering and manufacturing jobs in Angus (14.9% of the Angus workforce are employed in manufacturing compared to 7.9% across the whole of Scotland [11]).
SKILLS SHORTAGES AND VACANCIES There are more graduates living in the Tayside region than there are professional-level jobs (960 graduates to 790 professionallevel jobs). However, despite this under-supply of professional-level jobs, several sectors still reported a significant level of hard to fill vacancies. Employers in the healthcare sector report particularly high numbers of hard to fill vacancies, especially for nursing roles, which are the highest shortage occupation in Tayside. Skills shortages are also reported in other key public sector jobs in the region, namely primary and secondary school teachers, with welfare and housing associate professionals not elsewhere classified (n.e.c.) also featuring on the hardest to fill vacancies list. Dundee’s other distinctive sector – its tech industry – is also fuelling demand for more skilled graduates, with graphic designers being one of the key professions local employers report as ‘hard to fill’.
The proportion of graduates working in business and finance careers is lower in the Tayside region (5.5%) than in Scotland as a whole (8.3%). Similarly, the proportion of graduates in marketing and PR is lower in Tayside (2.8%) than the average for Scotland (4%), despite Dundee’s vibrant creative and digital industries sector. Compared to Edinburgh, Scotland’s leading city for the financial sector, Tayside’s financial graduate employment is very small. However, it is regionally significant; some of Dundee’s largest private enterprises are in the financial sector (e.g. Alliance Trust) and the global insurance corporation Aviva employs around 1,500 people in the small city of Perth, building on the city’s historic connections with the insurance sector [12].
THE FUTURE OF GRADUATE EMPLOYMENT Dundee’s ongoing regeneration project [13], of which the V&A is the centrepiece, is expected to create a total of 7,000 jobs. The forecasted rise in the construction industry [3] over the next decade, could see greater demand for graduate and professional-level jobs in areas including engineering, architecture and town planning. Creative and digital industries are also at the heart of this regeneration with prime real estate sites set aside for the creative industries. Again, this is likely to fuel demand for graduates with digital skills and those equipped with a creative skillset.
In addition, Tayside seeks to be a key player in the provision of Scotland’s future energy needs with an ‘energy park’ designated for Dundee’s north east periphery and an ‘eco innovation centre’ earmarked for Perth West City Expansion. Investment in oil and gas, decommissioning, renewable energy and hydrogen fuel [14] hails future graduate jobs in these sectors.
PAGE 10
AYRSHIRE AND CLYDE VALLEY PAMELA KELLY, CAREERS ADVISER, UNIVERSITY OF THE WEST OF SCOTLAND
ECONOMIC AND EMPLOYMENT BACKGROUND
The area of Ayrshire and Clyde Valley covers a vast geographical region, including ten local authorities (North and South Lanarkshire, East and West Dunbartonshire, East, North and South Ayrshire, East Renfrewshire, Renfrewshire and Inverclyde) and was home to a total of 2,285 graduates in 2016/17. The region is projected to have slightly slower economic growth than Scotland as a whole,1.4% GVA versus 1.7%, and the manufacturing industry still prevails as one of the largest employment sectors in
the
region.
Ayrshire
and
Clyde
Valley
has
a
diverse
demographic
and
the
area’s
economic
landscape
has
changed
dramatically over the last few decades. In the Ayrshire valleys, mining was historically the predominant industry, and within Clyde Valley is an area that was a centre for shipbuilding for hundreds of years [1], with boats being built in the area possibly as early as the 15th century, but is now a centre of regeneration.
Due to the vast geographical area covered by the Ayrshire and Clyde valley region, there is a lot of choice for local prospective higher education students to choose from in terms of institutions and subjects. Within travelling distance of the region there are six higher education institutions that cover a vast array of courses: University of Glasgow, Strathclyde University, Glasgow Caledonian University, The Glasgow School of Art, Royal Conservatoire of Scotland and University of the West of Scotland. Arguably, this region has more access to higher education than any other region in Scotland, which is also reflected in the high number of graduates in the area.
GRADUATE ORIGIN AND RETENTION
The percentage of graduates working in Ayrshire and Clyde Valley in 2016-17 who were originally from the region is one of the highest in Scotland (81.2%), second only to the Highlands and Islands (82%). The fact that there are so many institutions available to students in the region may be why so many graduates in Ayrshire and Clyde Valley were originally domiciled in the area. Of these graduates, 30.6% are ‘loyals’ whilst the other 50.6% are ‘returners’.
The
proportion
of
‘stayers’
and
‘incomers’
is
low
at
just
3.9%
and
14.8%,
respectively. As a comparison, the percentage of ‘stayers’ in Edinburgh (38%) and Glasgow (14.8%) is substantially higher, and only Aberdeenshire has a lower proportion of ‘incomers’ (10.1%). On the whole, the majority of graduates employed in the region are from the region
originally
and
have
studied
locally
or
returned
on
completion
of
their
studies.
Anecdotally, the University of the West of Scotland reports that students are keen to find employment
locally
and
this
is
often
their
number
one
priority
when
seeking
graduate
employment.
GRADUATE EMPLOYMENT Within the region of Ayrshire and Clyde Valley, the greatest proportion of graduates enter health-related occupations (30.8%). This sector is also one of the largest for employment in the region, with human health and social work making up 15% of the region’s economy [2] – the second highest proportion out of all regions in Scotland, after the South of Scotland. The second largest employer of graduates was the education sector (14.3%), again the second highest in Scotland with only Fife and the Lothians having an education sector that employed more graduates. Although the private sector contributes 54% to the economy in this region, the public sector remains the predominant employer for graduates.
The third largest sector for graduate employment was the retail and service industry at 10.8%. This figure is relatively low when compared with other regions, with Fife and the Lothians (10.7%) and the South of Scotland (7.4%) employing a smaller proportion of graduates in this sector. The least common roles for graduates within the Ayrshire and Clyde Valley region were science-related occupations (0.8%).
PAGE 11
Although the region is expected to underperform in relation to Scotland
as
a
whole,
the
real
estate
sector
is
expected
to
contribute the most to future growth in the region, meaning that the
outlook
is
positive
for
graduates
seeking
employment
SKILLS SHORTAGES AND VACANCIES
as
housing professionals or in other roles in the real estate industry.
Nursing and teaching are the main occupations with hard to fill vacancies in the Ayrshire and Clyde Valley region. These are also the sectors employing the largest number of graduates, suggesting that
the
hard
to
fill
vacancies
are
a
result
of
a
general
skills
The scientific and technical sectors are also set to grow at a
shortage in the region. Within Ayrshire and Clyde Valley there are
much faster pace [2] in Ayrshire and Clyde Valley compared to
several
the
graduates
rest
of
Scotland.
The
fastest
growing
employment
area
hospitals enter
a
within
commutable
healthy
job
market,
distance, with
the
and English
nursing health
across the region will be childcare, which is expected to grow
services competing for Scottish graduates and the vast majority of
at a rate of 4.4%, substantially higher than the region’s average
students gaining employment before graduation.
growth of 1.4%. This has resulted in an increase in opportunities for graduates from relevant courses, and may be a reflection of
Within
the increase in government funding for childcare places. Across
secondary
Ayrshire
there
subjects are classed as hard to fill occupations, both in the Ayrshire
financial
and
is
expected
business
to
be
ICT/digital,
compared
in
STEM,
English
school and
teachers
home
and
economics
and welfare roles also fall into the hard to fill category in the
graduates
region, which again mirrors the picture in Scotland and the UK as
employment
to
teachers
primary
average growth in Ayrshire of 1.3% [2], which bodes well for secure
2.7%,
the
sector,
and Clyde Valley region and across Scotland as a whole. Housing
to
of
in
education
the
hoping
services
growth
the
within
these
occupations.
a whole.
Real estate, property and housing is already a large industry in
"The University of the West of Scotland reports that students are keen to find employment locally and this is often their number one priority when seeking graduate employment"
Ayrshire and Clyde Valley and is expected to grow, so it is not surprising that it is also a sector with hard to fill vacancies. Finally, projected growth in the scientific and technical sectors may result in future skills shortages as the number of people graduating in those areas was very low across the region.
THE FUTURE OF GRADUATE EMPLOYMENT Ayrshire
and
graduates level
in
Clyde
Valley
is
a
2016-17,84%
of
which
employment,
However,
if
predominantly
economic
projections
vast
region secured
within are
the
with
2,285
professional-
public
accurate,
the
sector. region
faces employment challenges over the next decade. Research suggests that employment rates are expected to decrease [3] across Ayrshire and Clyde Valley as a whole, which could present a challenge for future graduates in the region when coupled with reductions in public sector funding and stretched public
sector
services.
This
might
prove
to
be
a
particular
barrier for graduates who do not want, or are unable, to be flexible in commuting to other areas for work, so a change in mindset
may
be
required
for
some
to
secure
graduate
employment.
The
University
of
the
West
of
Scotland
is
sector-leading
in
widening access to higher education in Scotland, with almost a quarter of all Scottish Index of Multiple Deprivation (SIMD) 20 students
[4] in
Scotland
studying
there
in
2019.
Research
suggests that graduates from under-represented backgrounds may be less geographically mobile and lack the networks and employment
knowledge
resulting
an
in
employment outlook. and
Clyde
alternative
than
Despite
of
the
is
a
more
outlook
traditional
potential
Valley
their
to
‘go
that
seeking
where
employment
region
advantaged
has
the
graduate jobs
challenges, been
peers,
are’
Ayrshire
through,
and
adapted to, many changes in its economic landscape and has shown resilience in its regeneration.
PAGE 12
FORTH
ECONOMIC AND EMPLOYMENT BACKGROUND
The Forth Valley is at the heart of Scotland’s central belt, surrounded by the larger
VALLEY MEGAN DAVIES,
economies of Glasgow and Edinburgh. The region has a mixed rural and urban economy, and is made up of three local authority areas: Clackmannanshire, Falkirk and Stirling. It covers an area of around 1,000 square miles and has a population of just over 300,000 [1]. The average population density [2] of the region is 116
DEPUTY HEAD OF CAREERS AND EMPLOYABILITY SERVICE
people per km². However, there are large variations in population densities around the region, from 539 people per km² in Falkirk to just 43 people per km² in Stirling. The projected growth in population in the Forth Valley is 4% from 2016-2028, which mirrors Scotland as a whole, and the working age population (16-64) is not expected to change.
LESLEY GRAYBURN, FORMER HEAD OF
Total employment increased by 7% in the Forth Valley between 2008 and 2018, compared to just 2% nationally. The top three sectors for employment in the region in
CAREERS AND EMPLOYABILITY SERVICE
2018 were human health and social work (22,000 jobs), wholesale and retail (21,800 jobs) and manufacturing (13,700 jobs). Whilst the reliance of the region on the public sector is reflective of the Scottish economy as a whole, the Forth Valley
UNIVERSITY OF STIRLING
also has some of its own interesting and distinct characteristics. Within the Falkirk area the economy is centred around manufacturing, chemical sciences and logistics, but there is also a focus on new service industries and attracting tourists to the area. Clackmannanshire, on the other hand, has seen unemployment levels rise with the demise of traditional industries like mining, textiles and brewing, so is trying to refocus its economic activity. The construction industry (14,300 jobs) and tourism industry (12,800 jobs) in the region are predicted to grow over the next decade [3], with
1,400
and
700
additional
jobs
created
respectively.
Due
to
its
unique
proximity to both rural areas and urban centres of influence, the Forth Valley has a significant presence in the third sector, particularly within environmental protection or improvement industries. Over 120 environmental charities have made the area their base [4], including many national organisations such as Keep Scotland Beautiful and the Scottish Youth Hostelling Association.
In 2015, there were a total of 8,775 businesses operating within the Forth Valley, with
nearly
half
based
in
Stirling
(45%),
42%
in
Falkirk
and
13%
in
Clackmannanshire. In terms of business size, the Forth Valley region reflects the Scottish picture in that microbusinesses (those who employ zero to nine people) account for the majority of businesses within the region. This is the same throughout the local authorities within the Forth Valley. It is interesting to note when looking at
"Regional partners estimate that
the DLHE destination data that, excluding those graduates employed in hospitals, 48% of graduates started their careers in local SMEs in 2018.
over the next 10-15 years the Stirling and Clackmannanshire City Region Deal will unlock private investment worth in excess of £640 million, delivering over 5,000 new jobs across a wide range of related sectors in the City Region."
The Forth Valley must be considered in the context of its location and surrounding labour markets: comprehensive transport links to both Edinburgh and Glasgow mean that many people living in the Forth Valley, especially those in professional jobs, commute into the cities daily [5]. 38% of workers living in Stirling travel outside of their local authority for work, as do 42% of workers in Falkirk and 56% of workers in Clackmannanshire.
Whilst
these
figures
include
significant
commuting
within
the
region,14% and 15% of all workers from Stirling and Falkirk respectively commute to either Edinburgh City or Glasgow City. Nearly two thirds of commuters in Stirling are employed in highly skilled occupations (65%), with 42% and 49% of commuters employed in highly skilled roles in Clackmannanshire and Falkirk respectively.
PAGE 13
GRADUATE ORIGIN AND RETENTION Geographically the Forth Valley sits between the two much larger cities of Glasgow and Edinburgh and is well connected by the transport infrastructure, making it relatively easy for graduates to move around the area to study, live and work. This may explain why the Forth Valley had a higher proportion of ‘incomers’ (33%) – graduates who move to the area for work but did not previously live or study there – than Scotland as a whole (22%). At 28%, the region matched the Scottish figure for the proportion of ‘returners’ – graduates who were originally domiciled in the region and returned to work after studying elsewhere. Many of the region’s graduates are ‘loyals’ (23%) – graduates who were originally from the area and remained to study and work after graduation.
GRADUATE EMPLOYMENT AND SKILLS
THE FUTURE OF GRADUATE EMPLOYMENT
SHORTAGES Of the 9,845 professional jobs reported in Scotland in the 2016-17 DLHE survey, 195 were located in Stirling, 215 in
According to the Regional Skills Assessment [5], over the period 2018-2028
it
is
forecast
there
will
be
a
requirement
for
an
additional 41,700 workers, taking into account both expansion
Falkirk and 40 in Clackmannanshire.
and replacement demand. Of these, 39% are expected to be for
The professional jobs for graduates in the Forth Valley region covered a breadth of sectors, but the highest proportion of jobs were in the health (25.4%) and education (11.3%) industries. These
sectors
are
major
employers
of
graduates
across
the
whole of Scotland (30.6% in the health sector and 13.2% in education)
and
reflects
the
fact
that
Forth
Valley
Royal
Hospital, the NHS Regional Health Board and local authorities are
key
employers
in
the
Forth
Valley
region.
There
are
ongoing challenges to recruit nurses and medical practitioners
higher-level 2028
are
wholesale
occupations. forecast
and
to
retail,
The be
and
top
three
human
employing
health
construction.
and
The
sectors
social
largest
in
work,
growth
is
forecast in admin and support services, professional scientific and technical and in construction. These are all sectors that are likely to
need
graduates
to
support
their
growth
and
development
across the Forth Valley region. The largest employment decreases are forecast in mining and quarrying, manufacturing and public admin and defence.
in the region, with occupational shortages identified in recent research
undertaken
by
UUK
and
HECSU.
In
addition,
the
region has a strong higher and further education sector, with the
presence
of
the
University
of
Stirling,
and
Forth
Valley
College’s three campuses, which in total are home to 14,500
The
region
Other notable occupations for graduates in the Forth Valley were
managers
(5.2%)
and
legal,
social
and
welfare
(6.2%). Graduate employment in business and finance (6.2%) was the highest outside of the financial centres of Glasgow, Aberdeen and Edinburgh, and may reflect Prudential having a large operation in Stirling and other financial companies now in
likely
City
to
Region
benefit Deal
from [6],
the
Stirling
which
will
and
see
an
investment of £90 million into the Forth Valley. The investment is being used to attract more businesses, good quality jobs and
Innovation
based
also
specialist skills to the region. Key projects include the Aquaculture
students.
area
is
Clackmannanshire
Stirling’s
Castle
Business
Park.
The
proportion
of
graduates in retail and service work (12.8%) may be as a result of Falkirk and Stirling being important retail centres and tourism
Hub
and
International
Environment
Centre
being
established with the University of Stirling; significant regeneration and
development
of
civic
space
and
a
cultural
quarter
to
celebrate Stirling’s history and heritage and encourage tourism; and the creation of digital hubs across the region to encourage new creative industries and technology businesses, and to boost connectivity for rural areas. Regional partners estimate that over the next 10-15 years the City Deal will unlock private investment worth in excess of £640 million, delivering over 5,000 new jobs across a wide range of related sectors in the City Region.
being a draw for the region.
PAGE 14
GLASGOW CITY REGION KATRINA FORBES, GLASGOW CALEDONIAN UNIVERSITY SANDRA WRIGHT, UNIVERSITY OF STRATHCLYDE
GRADUATE ORIGIN AND RETENTION
ECONOMIC AND EMPLOYMENT BACKGROUND
The
The Glasgow City Region accounts for almost one-third of the Scottish economy and is therefore a key driver of national
high
and
'stayers'
successfully
employment.
levels have reached a long-term high (72.1%) [1], which is
of
in
the
region
(45%)
is
evidence of how Glasgow attracts students to study from other regions
economic trends. Across the whole city region, employment
proportion
The
retains
Glasgow
City
them
in
Region
graduate
has
a
higher
proportion of ‘stayers’ than any other region in Scotland, and
greater than Birmingham (67.5%) and Liverpool (71.2%), and competitive with Manchester (72.8%) and Leeds (73.4%).
is significantly greater than the national average (23.9%) and the two regions with the next largest proportion of ‘stayers’,
According to the Department for Education’s employer skills
Edinburgh (33.8%) and Aberdeenshire (26.5%). Given the
survey 2017 [2], Glasgow saw a 3% increase in vacancies
high number of graduates in the Glasgow economy, this is
between 2015-17 but a 0.1% decline in vacancies as a
perhaps
percentage of employment. Skills shortage vacancies
not
surprising.
The
region
was
also
attractive
to
graduates from other areas, with the graduate labour market
increased by 1% [2] over the same period.
made
up
of
25.7%
‘incomers’.
Because
the
graduate
employment economy is by far the strongest in Scotland with a quarter of all graduate jobs located in Glasgow, it is also unsurprising that Glasgow not only supplies many graduate jobs for local graduates but also attracts graduates from other regions to work. The ‘returners’ formed a small proportion (8.9%) of the graduate workforce in Glasgow.
GRADUATE EMPLOYMENT The
region
is
dominated
by
the
health
sector
as
its
main
source of graduate employment (21.0%). This is similar to the
Private service industries account for 56% of the Glasgow City Region economy, and financial and business services, health and social care and the construction industry are expected to make
the
largest
contribution
to
regional
GVA
growth
by
2028. The largest sectors by employment are human health
levels in the whole of Scotland figure (18.2%). The next two main areas of employment are retail (15.4%) and business and finance (11.2%). The type of work being undertaken by graduates in Glasgow broadly reflects the national Scottish picture
with the
exception
of
education.
Only
4.1%
of
graduates in Glasgow are employed in education, compared
and
social
work,
which
account
for
16%
of
total
regional to
employment,
wholesale
and
retail
(14%)
and
administrative
and support services (over 10%). Oxford Economics data [1] shows that in 2018, more than two-fifths of people working in the region (44%) were in higher-level occupations. Business and
public
service
associated
professional
occupations
are
an
average
of
7.6%
for
Scotland.
This
may
not
be
reflective of actual employment of graduates as Glasgow is one of the biggest employers of teachers in Scotland [4], but may reflect the fact that there are greater numbers of jobs in other
sectors,
so
the
overall
percentage
of
graduates
in
education is smaller.
forecast to see the largest increases in the Glasgow City Region over the next decade [1], with an expected 4,500 additional workers required. In a recent survey of the technology industry [3], Glasgow was ranked second only to Manchester as the leading technology sector destination outside London. Glasgow scored
highly
for
its
access
to
a
number
of
world
universities and its high levels of educational attainment.
"The Glasgow City Region has a higher proportion of ‘stayers’ than any other region in Scotland, significantly greater than the national average"
class
PAGE 15
HARD TO FILL VACANCIES IN
SKILLS SHORTAGES AND VACANCIES GLASGOW CITY REGION The economy is strong in Glasgow and supports the professional employment of more graduates than any other region. However, employers are still reporting shortages in a number of professions. Welfare and housing roles are amongst the hardest to fill at
Business sales executives Civil engineers
professional-level
in
the
UK,
and
the
level
of
hard
to
fill
vacancies
in
housing
in
Design and development Glasgow
vies
with
the
South
East
of
England
for
the
most
serious
in
the
UK.
As
Glasgow’s professional level labour market is larger and broader still than Edinburgh’s, the list of hard to fill vacancies is correspondingly longer.
engineers Electrical engineers Engineering professionals (n.e.c.) Finance and investment analysts
THE FUTURE OF GRADUATE EMPLOYMENT
and advisers
Up to 400 new jobs will be created during the next three years by KPMG after it
Financial and accounting
announced Glasgow as the location for its second UK Managed Services hub. Whilst
technicians
the jobs created will be at a range of levels, it is likely to further boost the number of
Graphic designers
graduate
Higher education teaching
jobs
in
Glasgow.
According
to
KPMG,
the
decision
to
open
the
hub
in
Glasgow was underpinned by a recognition of the depth of talent in Scotland, coupled
professionals
with a robust financial services sector in Glasgow.
Human resources and industrial relations officers Information technology and telecommunications professionals (n.e.c.) Insurance underwriters IT user support technicians Legal associate professionals Managers and directors in retail and wholesale Marketing associate professionals Natural and social science professionals (n.e.c.) Nurses Primary and nursery education teaching professionals Production managers and directors in construction Purchasing managers and directors Quality assurance technicians Quantity surveyors Sales accounts and business development managers Secondary education teaching professionals Web design and development professionals Welfare and housing associate professionals (n.e.c.) Youth and community workers PAGE 16
FIFE AND THE LOTHIANS SHONA MACH SENIOR CAREERS ADVISER UNIVERSITY OF ST ANDREWS
ECONOMIC AND EMPLOYMENT BACKGROUND
The City of Edinburgh is bordered on three sides by the counties of East Lothian, Midlothian and West Lothian. To the north lies the Kingdom of Fife, separated from Edinburgh by the Firth of Forth. Fife, the third largest council area in Scotland, has the highest population of the four counties: 371,900 [1]. and
Midlothian
have
a
population
of
Jointly, East, West
378,200.
Fife
and
the
Lothians boasts two universities: Scotland’s oldest university, the University of St Andrews has its home in the north east corner of rural
Fife
and,
although
branded
Queen
Margaret
University
Edinburgh, the region’s other HE institution is situated six miles outside Edinburgh, in Musselburgh, East Lothian.
Fife prides itself on being one of Scotland’s leading centres for energy, low carbon and renewables. Its largest sector in terms of employment is health and social care, followed by manufacturing which provides nearly 14% of the area’s jobs and 30% of its turnover [2]. East Lothian’s economic strengths are in its diverse sectoral base, with specific strengths in food and drink, tourism
GRADUATE ORIGIN AND
and higher education. East Lothian residents often work in highlyskilled
occupations
but
many
of
them
commute
to
work
RETENTION
in
Edinburgh. The employment market in East Lothian itself consists of Analysis
of
data
from
the
DLHE
survey
2016/17
a particularly high rate of part-time work and self-employment [3]. Midlothian’s main employment areas [1] include manufacturing, construction, education, and health and social care as well as
indicated
a
relatively
small
percentage
(9.1%)
of
graduates working in Fife and the Lothians had attended
Midlothian
university in the region, and the proportion of ‘loyals’
Science Zone [4], a collaboration of science and business parks,
was 5.6%, the second lowest proportion of ‘loyals’ in
professional
scientific
and
technical
activities.
The
research institutes, academic and industry partners, is Europe’s largest
concentration
of
animal
science
expertise.
Strategically
Scotland. The proportion of ‘stayers’ was third lowest in Scotland
at
3.5%.
The
proportion
of
‘returners’
was
situated within 30 minutes of Edinburgh and Glasgow, and within easy
reach
of
nine
universities,
West
Lothian’s
key
economic
strengths are in biotech and life sciences, logistics and distribution,
57.1% and, interestingly, the proportion of ‘incomers’ was the highest in Scotland (33.8%). This would indicate
food and drink, electronics and software, retail, engineering and
that the graduate labour market in Fife and the Lothians
construction.
is attractive to graduates looking for work, or seeking to
West
Lothian
also
claims
youngest and fastest growing population [5].
to
have
Scotland’s
return home to work.
"It will be important for graduates looking to work in Fife and the Lothians in the future to be armed with attributes like resilience, perseverance, creativity and innovation, as well as skills in technology and enterprise/entrepreneurship."
PAGE 17
THE FUTURE OF GRADUATE EMPLOYMENT
A 2018 Regional Skills Assessment for Fife [6] predicts that GVA growth in Fife will average 1.4% per year between 2018 and 2028.
Growth
is
expected
to
be
driven
by
Fife’s
dominant
manufacturing, real estate, wholesale and retail trade industries. The
most
dynamic
communication,
industry
with
GVA
is
expected
growth
of
to
be
30%
information
predicted
and
over
the
period. Other highlighted sectors include professional, scientific and technical, engineering, financial and business services, construction and food and drink. Administrative and support services is forecast to be the fastest growing sector in Fife, accounting for over half of employment
growth.
construction
and
A
similar
rate
professional,
of
scientific
growth and
is
projected
technical
for
services.
Employment growth in Fife is forecast to slow substantially and will start contracting by 2027. The report states that Fife’s relatively large manufacturing sector will result in the area being exposed to the
long-term
trend
decline
in
employment
within
the
industry,
driven by a shift to less labour-intensive methods. The expected job losses will be offset by increases in construction and service sectors, with implications for the types of skills that will be in demand by employers.
GRADUATE EMPLOYMENT AND SKILLS SHORTAGES
Taking
into
account
Edinburgh’s
inclusion,
GVA
growth
in
Edinburgh, East Lothian and Midlothian [7] is predicted to average The 2016/17 DLHE data also showed that 9,825
2.2% per year between 2018 and 2028. This is higher than the
graduates
forecasts for Scotland and the UK overall. Growth is expected to be
were
employed
in
professional-level
jobs throughout Scotland. Of those, 1,800 were in
driven
the City of Edinburgh, 415 in Fife and 385 in the
technical, and financial services sectors, although information and
Lothians.
main
communication sectors are also highlighted. Edinburgh, East Lothian
health
and Midlothian are expected to be home to almost half of all new
service
jobs created in Scotland over this period, with higher than average
(10.7%) and engineering and building (6.8%). Of
growth forecast in each of the area’s constituent local authorities.
sectors
Within for
(22.4%),
Fife
and
graduate
education
the
Lothians,
employment
(14.9%),
the
were
retail
and
some significance, larger proportions of graduates were
working
Fife
and
Lothians
Employment
area’s
sectors
real
estate,
highlighted
professional,
include
scientific
professional
and
services,
administrative and support services, human health and social work,
education, engineering and building, and science
wholesale and retail trade, and accommodation and food services.
(2.3%) than in any other area of Scotland. This
The highest number of job losses are expected in financial and
data seems to provide evidence of the area’s key
insurance activities, reflecting the increased adoption of technology
economic strengths within energy, low carbon and
in the sector.
manufacturing,
the
the
within
renewables,
in
by
construction,
biotech
and life sciences, and education (including higher education).
It will be important for graduates looking to work in Fife and the Lothians in the future to be armed with attributes like resilience,
As
one
dominant
might
expect,
financial
and
with
the
business
capital sectors,
city’s larger
perseverance, technology
creativity
and
and
innovation,
as
enterprise/entrepreneurship.
well The
as
skills
ability
in to
proportions of graduates were working in IT (8.3%
commute within the area, including to Edinburgh, will continue to be
as
an advantage for some. Technological advances, including those
opposed
to
3.4%)
and
business
and
finance
(13.6% compared to 5.8%) in Edinburgh than Fife
within
and the Lothians.
particular, will require graduates to be IT-savvy and adaptable,
the
manufacturing
and
financial/insurance
sectors
in
willing to continually learn new skills and embrace agile working.
PAGE 18
SOUTH OF SCOTLAND SHONA JOHNSTON, AGCAS SCOTLAND CONVENOR AND HEAD OF CAREERS, EMPLOYABILITY AND ENTERPRISE, UNIVERSITY OF DUNDEE
ECONOMIC AND EMPLOYMENT BACKGROUND
The South of Scotland is a predominantly rural area consisting of the Borders and Dumfries & Galloway Local Authorities. In Dumfries & Galloway, Dumfries is the largest urban area with a population of nearly 40,000 but almost half of the residents in the local authority live in areas classified as rural, with 30% living in areas defined as remote [1]. Similarly, the Scottish Borders is one of the most sparsely populated areas of Scotland, with the largest town, Hawick, having a population of 14,000 [2].
Regional Skills Assessments [3] [4] show that the area is a relatively small contributor to Scotland’s economy and that the employment rate of 72.6 % in Dumfries & Galloway is lower than the Scottish average of 74.5%, although for the Borders it is slightly higher at 75.7 %. Health & Social Care dominates the economy, employing 16% of the workforce in each of Dumfries & Galloway and the Borders. Construction, Food & Drink, Tourism and Finance & Business Services are the other significant employment sectors which when totalled with Health & Social Care employ 50% of all workers. There are also local labour market strengths in much smaller sectors such as Agriculture, Forestry and Fishing.
The area is home to two multi-institution campuses combining higher and further education provision – the Crichton Campus [5] in Dumfries whose students include over 500 UWS students and 350 University of Glasgow students,
and
the
Scottish
Borders
Campus [6]
in
Galashiels
where
Heriot-Watt’s Textiles & Design School is based.
GRADUATE ORIGIN AND RETENTION
The small amount of HE provision in this area means that only 2.2% of graduates working in this area are Loyals and just 0.7 % are Stayers. The biggest group by far are Returners at 73.4%, showing a high proportion of those who leave the area to study return immediately to work, but there is also a significant proportion of Incomers at 23.6%.
THE FUTURE OF GRADUATE GRADUATE EMPLOYMENT EMPLOYMENT Just 260 of almost 10,000 professional level jobs for new graduates in
The
Scotland in 2018 were located in the South of Scotland area. The largest
review [8] recognised that the challenges faced in this
sector
new
area are similar to those experienced in the Highlands
graduates taking up work in this sector last year. Combined with Legal,
and Islands, including low population density, an aging
of
graduate
employment
is
Health,
with
35.4%
of
all
Social & Welfare at 7% this reflects the local dominance of the Health and Social Care sector.
Scottish
Government’s
2016
Enterprise
&
Skills
workforce and high proportions of those in employment working for small businesses and receiving lower than average earnings. In response to these challenges, a
The next highest sector of graduate employment is Education, with 13.7% of graduates beginning their careers in this area.
This is higher than the
South
of
Scotland
Enterprise
Agency
[9]
will
be
established in 2020 to drive inclusive growth in the area.
Scottish average of 7.6 % and may be influenced by the role of the Early projects for the agency will focus on increasing above
large
education
campuses
as
significant
employers.
The
other
large employment sector is 'Other occupations' at 8.1 % - similar to the Highlands and Islands [7], this could indicate that roles are more fluid in a smaller labour market.
digital
capability
and
skills,
establishing
a
centre
of
excellence for textiles, and developing a place-based approach to community enterprise.
PAGE 19
THE KEY SECTORS OF THE CITY'S ECONOMY ARE:
EDINBURGH
public administration, education and health £4,398m (22% GVA) financial and insurance activities £4,049m (20% GVA)
MATT VICKERS
distribution, transport, accommodation and food £3,248m (16% GVA)
CAREERS CONSULTANT
professional and administrative services £2,432m (12% GVA)
UNIVERSITY OF EDINBURGH
real estate activities £2,277m (12% GVA) information and communication £1,044m (5% GVA)
[4]
ECONOMIC AND EMPLOYMENT BACKGROUND
Edinburgh
is
the
a
Financial services have been part of the Edinburgh fabric for
population of 519,000 people in 2018 [1]. 9.5% of Scotland’s
300 years (the Bank of Scotland was founded in 1695) and
population
second
play a major role in the city’s economy. Indeed in a global
largest city after Glasgow, which had a population of 626,400
context, Edinburgh ranks 35th in the annual listing of world
or 11.5% in the same year [1]. Edinburgh is a major travel hub,
financial
with the UK’s sixth busiest airport [2], twelve railway stations, a
Bangkok, Brussels, Kuwait City, Madrid and Vienna. In 2017,
tram route and significant bus networks within and beyond the
around 33,000 (9.9%) people worked in Edinburgh’s financial
city. Home to seven of the top ten most visited attractions in
services [6]. The city is home to Europe’s second largest fund
Scotland [3], August sees millions of visitors descending on the
manager, Standard Life Aberdeen, and more than 90% of all
city for its many festivals (the Fringe alone attracted almost 2.9m
Scottish fund managers are based in the city. Professional and
visitors in 2017). [3]
administrative
live
capital
in
of
Scotland
Edinburgh,
making
and
it
the
was
home
nation’s
to
centres
economy,
Edinburgh has a vibrant economy that grew by 21.2% GVA between 2001 and 2016 [4] – a larger increase than most UK
[5]
–
services
accounting
enterprises
(4,590)
above
also for
within
many
feature
capital
strongly
the
largest
the
city
cities
in
number
and
a
such
as
Edinburgh’s
of
registered
sector
which
has
grown by 28% from 2012-2017 [4].
cities in the same period. With its GVA per capita of £44,200 (2017), Edinburgh ranks in second place behind London of all the UK’s major cities for the wealth generation capability of its economy. With such a thriving economy, the city’s population continues to grow. Excluding London, Edinburgh showed the second highest percentage population growth (13%) over the period 2007-2017 after Manchester (16%), of the UK’s eight largest cities [3]. The demographic balance is weighted slightly more
towards
younger
people
as
Edinburgh
has
a
higher
Edinburgh’s
population
growth
has
seen
significant
property
construction on both brownfield and greenfield sites, which is reflected in the increase in the number of registered real estate enterprises by 13% for the period 2012-2017 [4]. In addition to
the
offices
of
many
large
real
estate
companies
such
as
Cushman & Wakefield, Knight Frank and Rettie, the city hosts the Edinburgh Solicitors Property Centre which acts as a focus for domestic property sales covering large number of solicitors and
estate
agents
in
the
city.
Major
commercial
population of people aged 16-49 than Scotland as a whole. In (re)developments
include
the
Fountainbridge
area
and
Edinburgh, 53.5% of males and 52.4% of females are aged Edinburgh St James shopping centre.
16-49 [4]; for Scotland the equivalent figures are 46.4% and 43.2% respectively. The jobs
The strength of public services, administration and health reflects Edinburgh’s role not only as a major city, but as a capital. In addition
to
the
city
council,
and
NHS
Lothian
(with
several
major hospitals), the city is home to the Scottish Parliament and much of the Scottish Government. In terms of education, the city boasts three universities (Edinburgh Napier University, HeriotWatt University and The University of Edinburgh), with a fourth, Queen Margaret University, located just outside the city in East Lothian,
a
large
FE
college,
language
schools
and
several
independent schools. The Scottish legal system means that there
information in
and
Edinburgh
communication
[4],
accounting
sector for
supports
5.2%
of
17,000
the
city’s
employees – far exceeding the Scottish average of 2.8% and the Great Britain average of 4.4%. The sector accounts for the second highest number of registered enterprises (2,530) after professional, technical and scientific activities. While the vast majority of ICT enterprises are small businesses employing 1-49 people, the city also hosts tech giants such as Amazon, IBM and Microsoft, in addition to IT services provided for the public sector, financial services sector and universities. Growth in tech has been significant, at 33% GVA from 2011-2016, the third highest increase by any sector. Furthermore, tech has seen the
are courts, high courts and legal bodies (the Law Society of
largest increase (40%) in the number of registered enterprises
Scotland,
and was the fastest growing sector from 2012-2017.
Faculty
of
Advocates,
Crown
Office
&
Procurator
Fiscal Service are all based within the capital).
PAGE 20
GRADUATE ORIGIN AND
GRADUATE EMPLOYMENT The job roles entered by graduates employed in Edinburgh broadly follow the city’s
RETENTION
labour market patterns, but with subtle differences. Of all employed graduates, 15% enter business and finance roles – significantly more than in Scotland as a whole Just
as
Edinburgh
and
Glasgow (8.9%)
dominate
economically,
so
too
or
the
UK
(10.8%).
This
mirrors
the
importance
of
financial
services
to
they Edinburgh. Key employers include major banks, such as RBS and Lloyds Banking
dominate
in
terms
of
graduate Group, a variety of accountancy firms, including all of the ‘big four’, and actuarial
employment.
Data
from
the
2016-17 practices. Such is the demand for graduates that finance and investment analysts are
DLHE
survey
shows
that
Glasgow shortage occupations for Edinburgh, Fife and Lothians. This does not necessarily
accounted for 24% and Edinburgh 18% imply of
graduate
employment.
there
are
unfilled
vacancies,
rather
that
recruiters
found
them
more
With challenging to fill.
Edinburgh
being
such
a
dominant
employment destination for graduates, it Health is the largest employment sector for the city and ranks second for graduate raises
the
question
where
do
these employment (14.9%), with roles in medicine, nursing and therapies offering many
graduates come from and do the city’s graduate opportunities throughout the city’s hospitals and surgeries. Yet, despite its three universities play a part? size, health sector employment for graduates in Edinburgh is proportionately far below that of Scotland as a whole (23.5%) and even the UK (18.2%), which demonstrates Edinburgh’s
2016/17
alternative workforce
has
close
to
the
breadth
of
the
Edinburgh
labour
market
and
the
services
and
IT.
variety
of
graduate an
employment
options
–
notably
financial
Graduates
average working in IT account for 8.3%, significantly higher than the 4.5% in Scotland or
number
for
Scotland
of
‘loyals’:
local 4.6% in the UK. Demand for IT graduates in Edinburgh has remained stable over the
graduates who were brought up, studied last five years, with 70% of all businesses reporting they are definitely or quite likely and subsequently remained to work in to recruit graduates in 2019 [7]. the
city
(25.8%).
A
relatively
small
number of locals (10.1%) left the city to Marketing/sales study
elsewhere
but
work
(‘returners’),
returned
home
and
arts/media/design
are
two
sectors
that
are
under-
to represented for graduate employment in Scotland as a whole compared to the UK
arguably
drawn
by (4.1% versus 7.7% and 4.0% versus 6.5% respectively). Edinburgh, while lagging
the
employment
opportunities
and behind the UK average, does present more opportunities for graduates than the
lifestyle, as well as family ties. Edinburgh Scottish average, employing 6.1% and 4.9% of graduates respectively. Indeed, also boasts a relatively high proportion graphic (38%)
of
graduate
employees
designers
appear
as
shortage
occupations
along
with
business
sales
who executives.
came from elsewhere to study at one of the city’s three universities and remained to work (known as ‘stayers’). Many of the
degrees
offered
facilitate
this,
sectors:
degrees
at
the
mirroring
the
in
nursing,
teaching,
public/social being
key
job
IT/informatics,
medicine,
business/finance
universities
engineering, policy
offered
and
at
one
or, in some cases, all three institutions. Being
a
world
heritage
city
with
a
buoyant job market and much to offer culturally, many
Edinburgh
graduates,
is with
attractive
to
26.1%
of
graduates moved to the city having no previous ties (‘incomers’). This is slightly higher these
than
the
national
graduates
attracted
by
the
are
same
average
and
presumably
features
as
the
‘stayers’.
PAGE 21
The engineering and building industry also employs a lower number of graduates in Edinburgh (4.7%) than in the rest of Scotland (5.7%). Notably this figure is in line with that for the UK as a whole (4.5%), suggesting that Edinburgh has reasonable opportunities in engineering and construction. To an extent, this reflects the comparatively lower importance of the two sectors to the city’s economy and the breadth of alternative opportunities. However, while the city offers few manufacturing opportunities, there are many opportunities with consulting engineering firms based centrally and in the electronics industry, which has a strong presence in the city. A further point to note is the number of manufacturers based just outside the city in the wider Lothians where land prices are lower. These two factors taken together might explain why engineering roles (civil, electronic, electrical, mechanical, production and specialist) feature on the list of shortages occupations. The same geographical argument applies to science, which is also an underrepresented sector in terms of graduate employment with 0.8% of professional jobs. There are roles in the city but many are based in science parks around the city.
Education is another seemingly under-represented sector at graduate level, accounting for only 3.7% of graduate jobs. Yet the sector accounts for 9.5% of all the city’s workers, so there are numerically many opportunities across the city’s schools, college, English language schools and universities. The relatively low proportion of graduate-level employment may indicate both the breadth and quantity of jobs in other sectors (especially finance and IT) not present elsewhere in Scotland. It may also reflect the number of nongraduate-level roles in education, such as teaching assistant. Nevertheless, teachers (primary and secondary) appear on the occupational shortage list.
THE FUTURE OF GRADUATE EMPLOYMENT
Edinburgh has a strong labour market, spearheaded by business and finance, government and culture and tourism. IT and data science are important sectors and look set to continue growing, not least thanks to Data Driven Innovation (DDI) which is a part of the £1.3bn Edinburgh & SE Scotland City Region Deal [8]. As part of this investment DDI aims to make Edinburgh the ‘data capital of Europe’.
The attractiveness of the city and its diverse labour market are reflected in the numbers of graduates coming to the city and choosing to remain, and by the numbers who relocate to the city for work – or who simply choose never to leave, studying and then working here.
“The Data-Driven Innovation initiative…aims to help organisations and all our citizens benefit from the data revolution. Working together to deliver the 10-year programme are The University of Edinburgh and Heriot-Watt University, whose experts will collaborate with industrial partners on data-based projects in the public, private and third sectors. The Programme will increase the contribution of university research and in-demand graduate skills to the region’s economy, launching more spin-out companies, attracting start-ups and established businesses, and driving public and private sector investment. Five data-driven innovation ‘hubs’ have been created, housing expertise and facilities to help ten industrial sectors become more innovative through data.” [9]
PAGE 22
REFERENCES NB: All URLs accessed 27 February 2020
Foreword
7. Bond, R., Charsley, K., & Grundy, S. (2008). Scottsh graduate migration and retention: A case study of the University of Edinburgh
1. Scottish Government. Supporting evidence: Scotland’s 2000 cohort. Scottish Affairs, 63. comparable position on skills. economicactionplan.mygov.scot/future-skills/scotland-labourmarket-international-position-skills/ 2. BBC News (2017). Half of Scots graduates ‘underemployed’, survey suggests. www.bbc.co.uk/news/uk-scotland-41075040
www.research.ed.ac.uk/portal/en/publications/scottish-graduatemigration-and-retention(e640253b-9452-4058-a07797eca8effb68).html 8. van Ham, M., Findlay, A., Manley, D., & Feijten, P. (2012). Migration, Occupational Mobility, and Regional Escalators in
3. Scottish Government. Supporting evidence: Continuing skills gaps.
Scotland. Urban Studies Research, 2012, 1–15.
economicactionplan.mygov.scot/future-skills/continuing-skills-gaps/
www.hindawi.com/journals/usr/2012/827171/
4. HECSU (2019). Skills shortages in the UK.
9. Donnelly, M., & Gamsu, S. (2018). Regional structures of
https://luminate.prospects.ac.uk/skills-shortages-in-the-uk
feeling? A spatially and socially differentiated analysis of UK student
5. For example, World Economic Forum (2018). The Future of Jobs
im/mobility. British Journal of Sociology of Education, 39(7), 961–
Report.
981. researchportal.bath.ac.uk/en/publications/regional-
http://www3.weforum.org/docs/WEF_Future_of_Jobs_2018.pdf
structures-of-feeling-a-spatially-and-socially-different and
[Accessed Oct 2019] 6. Higher Education Statistics Agency. Employment of leavers: UK Performance Indicators 2016/17. www.hesa.ac.uk/news/05-072018/employment-of-leavers-tables 7. Higher Education Statistics Agency. Introduction – Destinations of Leavers 2016/17 www.hesa.ac.uk/data-andanalysis/publications/destinations-2016-17/introduction 8. Ball C. (2019) What do Scottish graduates do? AGCAS Scotland conference presentation
Finn, K. (2016). Relational transitions, emotional decisions: New directions for theorising graduate employment. Journal of Education and Work, 30(4), 419–431. www.tandfonline.com/doi/abs/10.1080/13639080.2016.123 9348
North East Scotland 1. Skills Development Scotland (2018). Aberdeen City and Shire Current and Future Skills Demand RSA Infographic www.skillsdevelopmentscotland.co.uk/media/44993/aberdeen-
Introduction
city-and-shire.pdf 2. Aberdeen City Council (2019).Economic Performance Report.
1. Ball, Charlie (2015). HECSU. Loyals, Stayers, Returners and
www.aberdeencity.gov.uk/services/business-and-
Incomers: Graduate migration patterns.
licensing/economic-performance-report-2019
hecsu.ac.uk/assets/assets/documents/hecsu_graduate_migration_r
3. Insider (2017). Scottish Business Insider’s 2017 Top 500
eport_january_15.pdf
overview. www.insider.co.uk/special-reports/scottish-business-
2. Christie, Fiona and Cunningham, Eileen (2019). HECSU. No place like home: graduate attitudes toward place and mobility. luminate.prospects.ac.uk/no-place-like-home-graduate-attitudestoward-place-and-mobility 3. Ball, Charlie (2019). HECSU. These cities give graduates the best value for their salary. luminate.prospects.ac.uk/these-cities-give-graduates-the-best-value-
insiders-2017-top-9878775 4. Aberdeen City Council (2015). Aberdeen City Centre Masterplan and Delivery Programme. www.aberdeencity.gov.uk/sites/default/files/201806/Aberdeen%20City%20Centre%20Masterplan%20and%20De livery%20Programme.pdf 5. HM Land Registry (2017). UK House Price Index Scotland:August 2017.
for-their-salary www.gov.uk/government/publications/uk-house-price-index-
4. HECSU (2019). What do graduates do? Regional edition. luminate.prospects.ac.uk/what-do-graduates-do-regional-edition 5. Based on totals for medicine & dentistry, subjects allied to medicine and education from 1617 qualifiers table at Higher Education Statistics Agency. What are HE students’ progression rates and qualifications? www.hesa.ac.uk/data-and-
scotland-august-2017/uk-house-price-index-scotland-august2017 6. Aberdeen City Council (2018). Aberdeen Economic Policy Panel Report Summary. www.aberdeencity.gov.uk/sites/default/files/201811/Aberdeen%20Economic%20Policy%20Panel%20Report%20S
analysis/students/outcomes
ummary.pdf
6. Skills Development Scotland (2017). Jobs and Skills in Scotland
7. Aberdeen City Council, Opportunity North East,
the evidence.
Aberdeenshire Council. Regional Economic Strategy 2018-2023
www.skillsdevelopmentscotland.co.uk/media/43852/jobs-and-
Action Plan.
skills-in-scotland-2017-main-report.pdf
investaberdeen.co.uk/images/uploads/RES%20Action%20Plan% 202018-2023%20FINAL.pdf
PAGE 23
Highlands and Islands 1. Scottish Government. (2008). Highlands and Islands Scotland:
6. Outplay Entertainment. outplay.com/about 7. V&A Dundee. www.vam.ac.uk/dundee
European Regional Development Fund 2007-2013: Structural Funds
8. United Nations Educational, Scientific and Cultural
Operational Programme.
Organisation (UNESCO). Creative Cities Network Dundee.
www.webarchive.org.uk/wayback/archive/20170701074158/htt
en.unesco.org/creative-cities/dundee/
p://www.gov.scot/Publications/2008/07/29142448/0
9. Abertay University (2017). School of Design and Informatics.
2. Highlands and Islands Enterprise - Research and Reports
20 Years of Games. www.abertay.ac.uk/schools/school-of-
www.hie.co.uk/research-and-reports/, including:
design-and-informatics/20-years-of-games/
Highlands and Islands Area Profile (2014) Area Profile for Highlands and Islands (2011) Enabling our next generation: Young people and the highlands and islands: Maximising opportunities. (2008)
10. Talent Scotland. Dundee, Perth and Tayside. www.talentscotland.com/live/locations/cities-andregions/dundee-perth-and-tayside 11. Angus Council, Dundee City Council, Fife Council, Perth and Kinross Council. The Tay Cities Deal.
3. Skills Development Scotland - Jobs and Skills in Scotland the evidence (November 2017) www.skillsdevelopmentscotland.co.uk/media/43852/jobs-andskills-in-scotland-2017-main-report.pdf
www.taycities.co.uk/sites/default/files/tay_cities_deal_0.pdf 12. Fintech Scotland. Perth, a fintech living lab. www.fintechscotland.com/why-scotland/perth/ 13. Invest in Dundee (2019). Investor Prospectus.
4. Skills Development Scotland – Regional Skills Assessment Highlands
www.investindundee.com/sites/default/files/investor_prospect
and Islands Insight report
us1.pdf
www.skillsdevelopmentscotland.co.uk/media/44102/rsa-indesign-
14. Scottish Cities Alliance (2019). Transition to a low carbon
highlands-and-islands-2.pdf
economy.
5. Skills Development Scotland – Skills Investment Plans
www.scottishcities.org.uk/site/assets/files/1397/final_-
www.skillsdevelopmentscotland.co.uk/what-we-do/skills-
_transition_to_a_low_carbon_economy.pdf
planning/skills-investment-plans/ 6. The Highland Council – Inverness and Highland City-Region Deal www.highland.gov.uk/cityregiondeal 7. Sultana, R [2006] Challenges for Career Guidance in Small States. Malta: EMCER www.researchgate.net/publication/44836491_Challenges_for_Car
Ayrshire and Clyde Valley 1. Clyde Waterfront. Shipbuilding on the Clyde. www.clydewaterfront.com/clyde-heritage/riverclyde/shipbuilding-on-the-clyde
eer_Guidance_in_Small_State
2. Skills Development Scotland (2018). Regional Skills Assessment
8. Alexander, R. (2013). 'Here you have to be a bit more fluid and
West Region Summary Report
willing to do different things’: Graduate career development in rural
www.skillsdevelopmentscotland.co.uk/media/44975/rsa_west-
communities. Journal of the National Institute for Career Education and
region.pdf
Counselling, 31(1), 36–42.
3. Skills Development Scotland (2014). Regional Skills Assessment
9. Highlands and Islands Enterprise – Universities, Education and Skills
Glasgow & Clyde Valley.
www.hie.co.uk/our-region/our-growth-sectors/universities/
www.skillsdevelopmentscotland.co.uk/media/35648/SDS_RSA_G
10. Highlands and Enterprise (2018) Enabling our next generation.
lasgow_and_Clyde_Valley_Dig.pdf
Young people and the Highlands and Islands: Maximising
4. Scottish Funding Council (2019). Report on Widening Access
opportunities
2017-18.
https://www.hie.co.uk/media/6487/2018-young-people-
www.sfc.ac.uk/publications-statistics/statistical-
maximising-opportunities-imf.pdf
publications/2019/SFCST072019.aspx
11. Highlands and Islands Enterprise – ScotGrad www.hie.co.uk/support/browse-all-support-services/scotgrad/
Forth Valley Tayside
1. National Records of Scotland (2018). Mid-Year Populations
1. Skills Development Scotland (2017). Regional Skills Assessment
Estimates for Scotland.
Tayside Insight Report.
scotland.shinyapps.io/nrs-population-estimates/
www.skillsdevelopmentscotland.co.uk/media/44105/rsa-
2. National Records of Scotland (2019). Mid-2018 population
indesign-tayside-2.pdf
estimates Scotland
2. Scottish Cities Alliance. Dundee City Overview.
www.nrscotland.gov.uk/statistics-and-data/statistics/statistics-by-
www.scottishcities.org.uk/cities/dundee
theme/population/population-estimates/mid-year-population-
3. Skills Development Scotland (2017). Jobs and Skills in Scotland:
estimates/mid-2018
The evidence.
3. Skills Development Scotland (2018). Regional Skills Assessment
www.skillsdevelopmentscotland.co.uk/media/43852/jobs-and-
Forth Valley Summary Report
skills-in-scotland-2017-main-report.pdf
www.skillsdevelopmentscotland.co.uk/media/44970/forth-
4. Bio-dundee. Science in the City.
valley-summary-report.pdf
www.biodundee.co.uk/science-city
4. OSCR. Register Search.
5. Invest in Dundee. Creative Industries.
www.oscr.org.uk/about-charities/search-the-register/register-
www.investindundee.com/keysectors/creative
search/
PAGE 24
5. Skills Development Scotland. Regional Skills Assessment Forth Valley Insight Report www.skillsdevelopmentscotland.co.uk/media/44100/rsaindesign-forth-valley-2.pdf 6. Scottish Government. City Region Deals. Stirling and Clackmannanshire City Region Deal. www.gov.scot/policies/cities-regions/city-region-deals/ Other recommended reading: Falkirk Council. An Economic Strategy for Falkirk 2015-2025 www.falkirk.gov.uk/services/business-investment/policiesstrategies/docs/Falkirk%20Economic%20Strategy%202015-
South of Scotland 1. NHS Dumfries and Galloway (2014). Dumfries and Galloway: The Population and its Health. https://www.nhsdg.scot.nhs.uk/Resources/Health_Intelligence/ Documents/The_Population_and_Its_Health_Jan_2014.pdf 2. Scottish Borders Council (2016). Knowborders: Scottish Borders Community Planning Partnership 2016 Strategic Assessment. www.scotborders.gov.uk/downloads/file/2246/strategic_asses sment_2016 3. Skills Development Scotland (2019). Regional Skills
2025.pdf?v=201605171307 Assessment Scottish Borders Summary Report 2019.
Clackmannanshire Council. Clackmannanshire’s Economy. www.skillsdevelopmentscotland.co.uk/media/46136/scottish-
www.clacks.gov.uk/business/localeconomy/
Glasgow City Region
borders-rsa-summary-report.pdf 4. Skills Development Scotland (2019). Regional Skills Assessment Dumfries and Galloway Summary Report 2019.
1. Skills Development Scotland (2018). Regional Skills Assessment
www.skillsdevelopmentscotland.co.uk/media/46128/dumfries-
Glasgow City Region Summary Report
and-galloway-rsa-summary-report.pdf
www.skillsdevelopmentscotland.co.uk/media/44992/rsa_glasgo
5. Crichton Foundation. The Crichton Campus.
w-city-region.pdf
www.crichtonfoundation.org/the-crichton-campus/
2. Department for Education (2017). Employer skills survey 2017:
6. Scottish Borders Campus. www.scottishborderscampus.ac.uk/
Scotland toolkit.
7. Alexander, R. (2013). 'Here you have to be a bit more fluid
www.gov.uk/government/publications/employer-skills-survey-
and willing to do different things’: Graduate career development
2017-scotland-toolkit
in rural communities. Journal of the National Institute for Career
3. CBRE (2019). Global Investor Intentions Survey. www.cbre.com/research-and-reports/Global-Investor-IntentionsSurvey-2019 4. Scottish Government (2018). Summary Statistics for Schools in Scotland no. 9: 2018 edition. www.gov.scot/publications/summary-statistics-schools-scotland-92018/pages/3/
Fife and the Lothians
Education and Counselling, 31(1), 36–42. 8. Scottish Government (2017). Enterprise and Skills Review report on Phase 2: South of Scotland Enterprise Agency. www.gov.scot/publications/enterprise-skills-review-reportphase-2-south-scotland-enterprise-agency/ 9. South of Scotland Economic Partnership. Enterprise and Skills. Funding Projects. www.sosep.co.uk/info/5/funding-projects
Edinburgh 1. Office for National Statistics. Nomis Official Labour Market
1. Nomis Official Labour Market Statistics. Local authority profile. Statistics www.nomisweb.co.uk/reports/lmp/la/contents.aspx www.nomisweb.co.uk/reports/lmp/la/contents.aspx 2. Fife Council, Fife Economy Partnership, Opportunities Fife. 2. Civil Aviation Authority. UK Airport data. Downloadable Fife’s Economic Strategy 2017-2027. data on UK airports. www.caa.co.uk/Data-and-analysis/UKhttps://wordpress.fifedirect.org.uk/fifeeconomypartnership/wp aviation-market/Airports/Datasets/UK-airport-data/ -content/uploads/sites/10/2016/10/Fifes-Economic3. City of Edinburgh Council (2019). Edinburgh by numbers Strategy-2017-27.pdf 2019 3. East Lothian Council. East Lothian Economic Development www.edinburgh.gov.uk/downloads/file/25200/edinburghStrategy 2012-2022. by-numbers-2019 www.eastlothian.gov.uk/directory_record/257882/east_lothia 4. City of Edinburgh Council. Edinburgh by Numbers 2018 n_economic_development_strategy_2012-2022 www.edinburgh.gov.uk (Report no longer available online) 4. Midlothian Science Zone. midlothiansciencezone.com/ 5. Z/Yen (2019). The Global Financial Centres Index 25 5. West Lothian Council. West Lothian’s Economy. www.zyen.com/media/documents/GFCI_25_Report.pdf www.westlothian.gov.uk/westlothian-economy 6. Invest Edinburgh. Key sectors. Financial Services 6. Skills Development Scotland (2018). Regional Skills www.investinedinburgh.com/key-sectors/financial-services/ Assessment Fife Summary Report 2018. 7. Scotland Is. Scottish Technology Industry Survey. www.skillsdevelopmentscotland.co.uk/media/44969/fifewww.scotlandis.com/insights/scotlandis-technology-industrysummary-report.pdf survey/ 7. Skills Development Scotland (2019). Regional Skills 8. Edinburgh and South East Scotland City Region Deal. Assessment Edinburgh, East and Midlothian Summary Accelerating Growth. www.acceleratinggrowth.org.uk/ Report. www.skillsdevelopmentscotland.co.uk/media/46129/e 9. Data-Driven Initiative ddi.ac.uk/about-us/ dinburgh-east-and-midlothian-rsa-summary-report.pdf
PAGE 25